A review of the literature on culture in hotel management research: What is the future?

Chen, Rose X.Y.; Cheung, Catherine; Law, Rob

doi:10.1016/j.ijhm.2011.06.010

Cited by 78 publications

(46 citation statements)

References 134 publications

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“…Perry‐Smith and Blum (), for example, state that flexible arrangements are, at best, not just isolated practices but embedded in the supportive organizational culture. This is in line with the ‘observable cultural artifacts (norms and practices)’ to which Chen, Cheung and Law () refer. The flexible arrangements will, for instance, increase the autonomy of workers (De Cieri et al ., ), which in turn will help them to coordinate work and home life better.…”

Section: Theoretical Background and Development Of Hypothesessupporting

confidence: 75%

Positive and Negative Spillover from Work to Home: The Role of Organizational Culture and Supportive Arrangements

Sok

Blomme

Tromp

2014

British J of Management

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For today's managers, striking a sound work−home balance is an important matter. In this paper we investigate the relationship between organizational culture and work-tohome spillover. Two types of organizational culture, supportive and innovative, were compared with regard to work-to-home spillover. We measured work-to-home spillover with the help of positive and negative work−home interference measures: negative work− home interference was divided into strain-based negative work−home interference and time-based negative work−home interference. A total of 418 alumni of two Dutch business schools completed a questionnaire. The data were analysed by means of confirmatory factor analysis and structural equation modelling. Findings showed that a supportive culture explained most of the variance in positive work−home interference and strain-based negative work−home interference. The relationships between a supportive culture and positive and strain-based negative work−home interference were fully mediated by flexible work−home arrangements. Flexible work−home arrangements explained the variance in time-based negative work−home interference, while no relationship was found between supportive culture and time-based negative work−home interference. Innovative culture was positively related to positive work−home interference and timebased negative work−home interference. The outcomes suggest that a supportive culture, expressed in flexible work−home arrangements, can enhance positive spillover from the work domain to the home domain and diminish negative spillover. We suggest that improving the work−home interface may attract and retain valued managers.

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Section: Theoretical Background and Development Of Hypothesessupporting

confidence: 75%

Positive and Negative Spillover from Work to Home: The Role of Organizational Culture and Supportive Arrangements

Sok

Blomme

Tromp

2014

British J of Management

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“…For example, laws of a certain country may affect ownership structure, means of operation or size of a hotel company. In addition, different financial systems and economic structure can affect availability of capital necessary for investments (Chan, Cheung, & Law, 2012). This results in challenges and opportunities for tourism sector, which at the same time has to adapt to consumer behaviour and needs that differ considering their cultural background.…”

Section: Literature Review On Profitability Determinants Of Hotel Commentioning

confidence: 99%

Profitability determinants of hotel companies in selected Mediterranean countries

Dimitrić

Žiković

Blecich

2019

Economic Research-Ekonomska Istraživanja

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Tourism is one of the most important industries in the Mediterranean countries, which strongly contributes to the economic activity, capital investment and job creation. Therefore, the purpose of this paper is to examine the determinants influencing profitability of hotel companies in selected Mediterranean countries. Thereby, dynamic panel data models are estimated on an extensive dataset for the period from 2007 to 2015. The paper provides evidence on differences among internal profitability determinants of hotel companies operating in tourism competitive countries. The results indicate that the cash flow to operating revenue has a statistically significant and positive impact on profitability in all observed countries. The total asset turnover ratio is significant for all countries except Portugal, while labour productivity is significant only for Spain, which is also the country with the highest turnover per employee. The solvency ratio is positively related to profitability, except for Greece as the most indebted country. Size proved to be significant for hotels in Spain and Portugal, while age is the variable by which the countries mostly differ, as findings show a different impact of underlying variable on hotel profitability. Findings provide information to shareholders that would ensure profitability of hotel companies operating in different countries. ARTICLE HISTORY

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“…Otherwise, the strong bond between members of an occupational community may substitute the belongingness otherwise found in neighbourhoods or family and friend networks, as found in restaurant workers (Marshall, 1986). Indeed, recent work suggests this area is not well understood in hospitality research (see Chen, Cheung, & Law, 2012).…”

Section: Job Embeddedness and Organizational Commitmentmentioning

confidence: 99%

Thinking job embeddedness not turnover: Towards a better understanding of frontline hotel worker retention

Robinson

Kralj

Solnet

et al. 2014

International Journal of Hospitality Management

140

113

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This article reports the findings of a study of 327 Australian hotel frontline employees using a survey of job embeddedness. The research provides a novel application of the job embeddedness construct to the hospitality industry, not only validating the factor structure of the job embeddedness scale, but also investigating the relationship between job embeddedness and other job-related attitudes that influence employee turnover. Findings indicated that a six factor solution is the best explanation. Testing a model of the embeddedness-commitment and embeddedness-turnover relationship, the embeddedness dimensions of organizational sacrifice and community links displayed a positive relationship with organizational commitment. A negative relationship was found between organizational sacrifice and intentions to leave, while a positive relationship was found between community links and intentions to leave. One implication for hospitality managers is that there is an opportunity for hotel organizations to increase the job embeddedness of their employees by increasing the perceived costs of leaving.

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A review of the literature on culture in hotel management research: What is the future?

Cited by 78 publications

References 134 publications

Positive and Negative Spillover from Work to Home: The Role of Organizational Culture and Supportive Arrangements

Positive and Negative Spillover from Work to Home: The Role of Organizational Culture and Supportive Arrangements

Profitability determinants of hotel companies in selected Mediterranean countries

Thinking job embeddedness not turnover: Towards a better understanding of frontline hotel worker retention

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